title: Achieving success in intervention studies: an analysis of variable staff engagement across three midwifery settings.
abstract: OBJECTIVE
  To critically analyse the success of staff's behaviour changes in the practice setting. Facilitators were employed to initiate and facilitate a four-step process (optimism, overcoming obstacles, oversight and reinforcing outcomes) that fostered development of behaviours consistent with learning in everyday practice.
  
  
  BACKGROUND
  Many studies seek to engage staff in workplace behaviour improvement. The success of such studies is highly variable. Little is known about the work of the facilitator in ensuring success. Understanding the contextual factors that contribute to effective facilitation of workplace improvement is essential to ensure best use of resources.
  
  
  METHODS
  Mixed methods
  
  
  METHODS
  Facilitators employed a four-step process - optimism, overcoming obstacles, oversight and reinforcing outcomes - to stage behaviour change implementation. The analysis of staff engagement in behaviour changes was assessed through weekly observation of workplaces, informal discussions with staff and facilitator diaries. The impact of behaviour change was informed through pre- and postsurveys on staff's perception across three midwifery sites. Surveys measured (1) midwives' perception of support for their role in facilitating learning (Support Instrument for Nurses Facilitating the Learning of Others) and (2) development of a learning culture in midwifery practice settings (Clinical Learning Organisational Culture Survey). Midwives across three sites completed the presurvey (n = 216) and postsurvey (n = 90).
  
  
  RESULTS
  Impact varied according to the degree that facilitators were able to progress teams through four stages necessary for change (OOORO). Statistically significant results were apparent in two subscales important for supporting staff, namely teamwork and acknowledgement; in the two areas, facilitators worked through 'obstacles' and coached staff in performing the desired behaviours and rewarded them for their success. Elements of the learning culture also statistically improved in one site.
  
  
  CONCLUSIONS
  Findings suggest behaviour change success is dependent on facilitators to systematically engage staff through all four stages of implementation.
  
  
  CONCLUSIONS
  It is important that investment is made to commitment and resources to all four stages before embarking on change processes.
authors.affiliation: Princess Alexandra Hospital, Woolloongabba, Brisbane, Australia.
authors.forename: Amanda
authors.initials: A
authors.lastname: Henderson
authors.forename: Sue
authors.initials: S
authors.lastname: Schoonbeek
authors.forename: Christine
authors.initials: C
authors.lastname: Ossenberg
authors.forename: Alison
authors.initials: A
authors.lastname: Caddick
authors.forename: Diane
authors.initials: D
authors.lastname: Wing
authors.forename: Lorna
authors.initials: L
authors.lastname: Capell
authors.forename: Karen
authors.initials: K
authors.lastname: Gould
mesh_terms: D001291:Attitude of Health Personnel; D005260:Female; D006801:Humans; D008880:Midwifery; D015399:Nursing Research; D011247:Pregnancy; D011793:Queensland; D013192:Staff Development
keywords: behaviour change; culture; learning; midwifery